icon-human-capital-small Human Capital Optimization

 

Recruitment & Onboarding Optimization

“We expected that good-to-great leaders would begin by setting a new vision and strategy. We found instead that they first got the right people on the bus, the wrong people off the bus, and the right people in the right seats—and then they figured out where to drive it.”

— Jim Collins in Good to Great

Sourced by the Harrison Assessment©

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Benefits

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Hire the best, filter the rest

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Reduce cost of hire and time to hire

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Filter and rank the best candidates in the most objective and bias-free manner

Results

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Pre-screen applicants providing actionable data for effective decisions
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Candidate experience is considered in the design of the process, as well as respect for their time

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Provides a competitive advantage when selecting and developing your people, in part because you can immediately empower a new manager to develop the new hire with deep insights and tools

“My one item of feedback is to really highlight the “hidden cost” and “pain” of interviewing a number of unsuitable candidates. The productivity lost from current employees that are spending time with unqualified and unsuitable candidates dwarfs the actual hard recruiting costs. I know you elude to the 75% reduction, 12 candidates interviewed vs. 48, but the message did not come across strong enough for me. If each candidate interviews with 3 people for an hour each, the gain in productivity is 36 candidates x 1 hour x 3 interviewers = 108 hours. That is 2 weeks of an FTE productivity and does not even consider the indirect hours of screening and prep. Just my 2 cents. Thanks Pamela.”

—   Joe

Managing Director and CFO, US division, multinational firm

The Business Problem

Executives get selection right, on average, about 50% of the time, with a great deal of administrative burden costs, both human capital and financial.

In addition to saving up to 70% of administrative time, using the Harrison Assessment© will give you a competitive advantage.

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The candidate wants to know first:

 

“Am I even in the running?”

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The company wants to know first

 

“Are they qualified, at least eligible?”
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The End in Mind

You’re seeking to put the right people in the right seats, fit for the job. You want fast, quick, cost effective fit to culture as well.

The reward for achieving this result is retention, brand projection and protection, and legal protection.

WITH THIS SOLUTION —

A strong partner to applicant tracking or HRIS systems — is the answer to these questions

With Harrison Assessment©, you are screening IN the right persons, not screening OUT the wrong ones!  If someone is not a good fit, tell them right away!  If they are eligible and suitable, there’s another step for the qualified; the interview — all within a software solution that can be integrated with any other software tracking mechanism.

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Comprehensive and Efficient Analysis

Harrison Talent Acquisition Solutions enable you to hire the right talent – and do it quickly. Our library of 6500 Job Success Formulas makes it easy for you to create customized assessments.

Our job analysis enables you to automatically generate custom assessments using your unique job specific criteria while at the same time creating a clear consensus with other hiring stakeholders.

Comprehensive and Efficient Analysis

Harrison Talent Acquisition Solutions enable you to hire the right talent – and do it quickly. Our library of 6500 Job Success Formulas makes it easy for you to create customized assessments.

Our job analysis enables you to automatically generate custom assessments using your unique job specific criteria while at the same time creating a clear consensus with other hiring stakeholders.

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Want to learn more?
Get in touch.

Schedule a 30 minutes call to learn more